Abdullah Fayyad

you know, essentially targeted at making sure that employees and companies complied with the law so that they're not liable. But there were companies like IBM that took it a step further. Maybe it was to avoid bad press. Maybe it was to get good press. This idea that this wasn't just something that we have to do in order to comply with the law, but it's a matter of

corporate social responsibility. And so, you know, that's kind of the DEI that we know it today came from that origin.

corporate social responsibility. And so, you know, that's kind of the DEI that we know it today came from that origin.

corporate social responsibility. And so, you know, that's kind of the DEI that we know it today came from that origin.

Well, yeah, I mean, DEI, like you noted, I mean, it's become a slur. It's become oftentimes a racial or sexist slur. Anytime there is a woman in a position that's higher position, you know, it's said to be a DEI hire. Anytime it's a non-white person, it's a DEI hire, no matter how many qualifications they have for that job. We've got it. DEI hire in here?

Well, yeah, I mean, DEI, like you noted, I mean, it's become a slur. It's become oftentimes a racial or sexist slur. Anytime there is a woman in a position that's higher position, you know, it's said to be a DEI hire. Anytime it's a non-white person, it's a DEI hire, no matter how many qualifications they have for that job. We've got it. DEI hire in here?

Well, yeah, I mean, DEI, like you noted, I mean, it's become a slur. It's become oftentimes a racial or sexist slur. Anytime there is a woman in a position that's higher position, you know, it's said to be a DEI hire. Anytime it's a non-white person, it's a DEI hire, no matter how many qualifications they have for that job. We've got it. DEI hire in here?

On the right, we keep hearing this repeated talking point that these are DEI hires. But DEI, as it is today in companies, takes many forms. Most notable is, you know, things that have been around for a really long time.

On the right, we keep hearing this repeated talking point that these are DEI hires. But DEI, as it is today in companies, takes many forms. Most notable is, you know, things that have been around for a really long time.

On the right, we keep hearing this repeated talking point that these are DEI hires. But DEI, as it is today in companies, takes many forms. Most notable is, you know, things that have been around for a really long time.

So anytime you start a new job at a company, chances are you had to sit through, you know, these trainings about harassment in the workplace, be it sexual harassment, racism, implicit bias training. And then we see other initiatives as well that companies take on, you know, celebrations of certain heritage months and heritage events and things like that.

So anytime you start a new job at a company, chances are you had to sit through, you know, these trainings about harassment in the workplace, be it sexual harassment, racism, implicit bias training. And then we see other initiatives as well that companies take on, you know, celebrations of certain heritage months and heritage events and things like that.

So anytime you start a new job at a company, chances are you had to sit through, you know, these trainings about harassment in the workplace, be it sexual harassment, racism, implicit bias training. And then we see other initiatives as well that companies take on, you know, celebrations of certain heritage months and heritage events and things like that.

But another major part of DEI is just to make sure that your recruitment process is fair. It's not a matter of, oh, we need quotas or we need to make sure that there are only a certain amount of white men in management or in certain parts of a company. A lot of DEI is to make sure that we have an equal employment opportunities.

But another major part of DEI is just to make sure that your recruitment process is fair. It's not a matter of, oh, we need quotas or we need to make sure that there are only a certain amount of white men in management or in certain parts of a company. A lot of DEI is to make sure that we have an equal employment opportunities.

But another major part of DEI is just to make sure that your recruitment process is fair. It's not a matter of, oh, we need quotas or we need to make sure that there are only a certain amount of white men in management or in certain parts of a company. A lot of DEI is to make sure that we have an equal employment opportunities.

I think this kind of really evolved out of the 1980s when companies started to see diversity in hiring and just diversity more broadly as not just a moral thing to do, but that it was actually good for your bottom line as well. I don't know that there are many studies that show that a diverse workforce creates more profits necessarily, but where that really came from

I think this kind of really evolved out of the 1980s when companies started to see diversity in hiring and just diversity more broadly as not just a moral thing to do, but that it was actually good for your bottom line as well. I don't know that there are many studies that show that a diverse workforce creates more profits necessarily, but where that really came from

I think this kind of really evolved out of the 1980s when companies started to see diversity in hiring and just diversity more broadly as not just a moral thing to do, but that it was actually good for your bottom line as well. I don't know that there are many studies that show that a diverse workforce creates more profits necessarily, but where that really came from

In 1987, there was a report from a think tank called the Hudson Institute. The report was called Workforce 2000. In the year 2000. This came out in 1987, and it kind of took the corporate world by storm. It went viral at the time, if that's not a word that was used then. Their version of viral.